facilities available and the degree of satisfaction of the employees
DESCRIPTION
bba projectTRANSCRIPT
1
CHAPTER - 1
2
INTRODUCTION
3
1. INTRODUCTION
An organization’s goals can be achieved only when people put in their
best efforts. Effective utilization of Human Resources is one of the most
important factors for the efficient and profitable functioning of an
organization. Organizations provide welfare facilities to their employees to
keep their motivation levels high thereby increasing the productivity of an
organization. Welfare work aims at providing such facilities and amenities,
which enable the employees in an organization to perform their work in
healthy, congenial surrounding conducive to good health and high morale of
the employees.
An Organization must provide "adequate and appropriate" welfare
facilities for their employees. These must be provided unless they are
unreasonable in terms of time, cost and physical difficulty. How to ascertain
whether the employees of an organization are provided with adequate and
appropriate welfare facilities, the degree of satisfaction achieved by the
employees of an organization. Assessment of welfare facilities whether the
welfare facilities provided by the organization is adequate and appropriate is
one of the fundamental jobs of human resource management, but not an easy
one through. This study on “welfare facilities provided and the degree of
satisfaction achieved by the employees” is devoted to a detailed discussion
of the nature. and process of reviewing welfare facilities provided in an
organization.
4
Ask.Commerce Private Limited is to assess the degree of satisfaction
achieved by the employees of their client Sri Shivasakthi Engineering,
Chennai through this study to improve the individual and organization
performance.
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Definition:
Labor welfare entails all those activities of employer which are
directed towards providing the employees with certain facilities and services
in addition to wages or salaries.
Meaning:
Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages.
Welfare helps in keeping the morale and motivation of the employees high
so as to retain the employees for longer duration. The welfare measures need
not be in monetary terms only but in any kind/forms. Employee welfare
includes monitoring of working conditions, creation of industrial harmony
through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.
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Objectives:
To provide better life and health to the workers
To make the workers happy and satisfied
To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
To provide legal provisions (statutory welfare facilities)
To improve employees health, efficiency, economic betterment and social status.
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Five Elements of Employee welfare
Satisfied employees contribute to the development and
growth of the organization. Apart from providing statutory
benefits an organization offers various voluntary benefits to
its employees in the form of various allowances, perks and
advances. This helps in attracting and retaining skilled and
professionally qualified talent in the organization in the
present highly competitive business environment. The five
elements of employee welfare are:
1. A plan, fund or program
2. Established or maintained
3. By an employer or by an employee organization or by both
4. For the purpose of providing benefits
5. To the employees or to their beneficiaries.
The Six Benefit factors to Employer
1. Increase the productivity
2. Reduces labour turnover
3. Improve communication between employer and management
4. Saves time
5. Employer will get act and Sound Professionals
6. Save Money
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Factors that help improve accuracy of rating satisfaction level of
employees:
1. The rater has observed and is familiar with welfare facilities provide.
2. The rater has documented welfare facilities to improve the recall.
3. The rater has a checklist to obtain and review job – related
information.
4. The rater is aware of personal biases and is willing to take action to
minimize their effect.
5. Rating scores by raters of one group or organization are summarized
and compared with those by other raters.
6. The rater focuses attention on rater behaviors over which the rater has
better control than in other aspects of evaluation.
7. Higher levels of management are held accountable for reviewing all
welfares.
8. The rater’s own performance rating or related to the quality of rating
given and the performance of units.
9. Rating factors are properly defined.
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Guidelines for effective interview with employees for ascertain degree of
satisfaction:
Select a good time
minimize interruptions
welcome set at ease
start with something positive
ask open – ended questions to encourage discussion
listen
manage eye contact and body language.
Be specific
Rate welfare facilities based on his satisfaction level, not on personality
Layout development plan
Encourage subordinate participation
Complete form
Set mutually agreeable goals for improvement
End in a positive, encouraging note
Set time for any follow – up meetings
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Data and information will be useful in the following areas of HRM:
Welfare facilities administration
Validation in Welfare programmes
Employee welfare programmes
Promotion, transfer and lay – off decisions
Grievance programmes
HR planning
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Use of data:
1. The final step in the evaluation process is the use of evaluation data.
The data and information generated through evaluation of welfare
facilities must be used by the HR department.
2. Money to purchase goods and services required not only for current and
future survival, but also for the luxuries modern life has to offer.
3. The opportunity to use innate and learned skills and talents in a
productive manner that the individual and his or her managers and co-
workers recognize as valuable.
4. Opportunities to interact with other people in a favorable working
environment.
5. A sense of performance and stability through the continuing existence
of the organization and the job.
6. The opportunity to perform work assignments within an environment
that not only protects, but promotes physiological, emotional and
psychological health.
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1.2 THE NEED FOR SELECTION OF TOPIC
This study aims to understand the welfare facilities provided and the
degree of satisfaction achieved by the employees and to provide necessary
steps to development.
Development uses
This particular topic is chosen because in many developed countries
employee welfare facilities has become the most important human resource
function. It also helps in identifying difficulties faced by individual
employee and needs of the employees. Identification of difficulties and
individual and group development needs, determine the transfer and job
assignments etc.
Administrative uses
To provide information about the welfare schemes and recognize
welfare measures useful and attracted by most of the employees and non-
satiable welfare measure, which helps in decision making in future.
Organizational maintenance
To provide the information about the human resource planning,
determining organization welfare needs, evaluation of organization goal
achievement, information for goal identification, evaluation of human
resource systems, Reinforcement of organization development needs.
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Documentation
Criteria for validation research, documentation for human resource
decision, helping to meet legal requirements.
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1.2.1 IMPORTANCE OF THE STUDY
The importance of this project is concerned with identifying welfare
measures provided by “Sri Shivasakthi Engineers” to their employees
and the satisfaction level of employees.
Identification of individual needs and feedback on existing welfare
measures.
The result arrived out of this study would know about their need for
better performance in future.
It is the systematic examination of an employees job satisfaction.
Study on welfare measures provided is a on going or continuous
process where in the evaluation are arranged periodically according to
a definite plan.
The main purpose of performance appraisal is to secure information
necessary for
making objective and correct decisions on welfare measures provided
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CHALLENGES OF THIS STUDY
Create a culture of excellence that inspires every employee to improve
and lent
him self or herself.
Align organizational objectives to individual aspiration.
Clear growth paths for employees.
Forge a partnership with people for managing their careers.
Empower employees to make decisions without the fear of failing.
Embed teamwork in all operational process.
.
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1.3 REVIEW OF LITERATURE
1.3.1 INTRODUCTION:
The format of a review of literature may vary from discipline to
discipline and from assignment to assignment.
A review may be a self-contained unit an end in itself or a preface to
and rationale for engaging in primary research. A review is a required part of
grant and research proposals and often a chapter in theses and dissertations.
Generally, the purpose of a review is to analyze critically a segment of
a published body of knowledge through summary, classification, and
comparison of prior research studies, review of literature, and theoretical
articles.
A literature review must do these things:
a. Be organized around and related directly to the thesis or research
question
b. Synthesize results into a summary of what is and is not known
c. Identify areas of controversy in the literature
d. Formulate questions that need further research
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Importance:
The literature review is a critical look at the existing research that is
significant to the work that the researcher is carrying out. Although the
researcher need to summarize relevant research, it is also vital that evaluate
this work, show the relationships between different works, and show how it
relates to work.
The chosen project is a significant element of the information and
control system in organization. It can be put to several uses concerning the
entire spectrum of Human resource management functions. They would
have concerned about the employees
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1.4 ORGANIZATION OF THE PROJECT
This project is titled as ‘Study on Welfare facilities provided and the
degree of satisfaction achieved by the employees of Sri Shivasakthi
Engineers” thru Ask.Commerce private limited includes various steps and
chapters, each of which deals with different elements.
For this project organization, the researcher initially collected the
secondary data and established objectives, then based on the objectives the
questionnaire is prepared. the researcher personally met the respondents.
Then the data is analyzed and interpreted for conclusion. For the
analyzing portion the researcher used various statistical tools like
percentage, Standard Deviation, chi- square test, Rank correlation and
ANOVA then finally the conclusion was made.
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First chapter
First chapter deals with the need for the selection of this topic, review
of literature and organization of the project.
Second chapter
Second chapter explains company profile.
Third chapter
Third chapter illustrate about the methodology, this methodology
includes statement of problem, objectives, limitations, hypothesis, sample
size and sampling techniques.
Fourth chapter
Fourth chapter deals with the data analysis and interpretation and
various statistical tools used to describe the findings and suggestions.
Fifth chapter
The final chapter states the conclusion which includes summary of
findings and recommendations.
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CHAPTER - 2
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COMPANY PROFILE
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2. COMPANY PROFILE
Ask.Commerce private limited, a leading consulting company in
Chennai, established as a firm of Chartered Accountants in 1991 at alwarpet,
the firm provides services like Technology Consulting, Management Audits,
Audit and Assurance Advisory, Internal Audits, Tax Advisory and
Management etc. , apart from Accounting solutions the firm started
providing HR consulting, and new business development solutions for its
clients from the year 2000 at its fully equipped centre with panels, checkout,
FAT area with well equipped systems, at Tambaram, Chennai.
With more than 17 years of experience in dealing with domestic and
international clients, the company has 9 chartered accountants, 2 cost
accountants, and 15 HR consultants and 20 supporting staffs to focus on all
categories of accounting, Management, HR and new business development
solutions.
Sri Shivasakthi Engineers
A client company of ask.commerce private limited for providing HR
consultancy is manufacturing various automobile components, and regularly
supplying various components to Breaks India Limited, and Rane TRW running in 3
shifts at mogappair with a staff strength of about 250 employees.
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HRD vision:
“The Human Resources Department will be a team of professional, responsive and
innovative internal consultants who support the business’ vision and values by striving
to promote a culture of customer satisfaction, participation, innovation, continuous
improvement and self development”
HRD goals
Recruit and retain high caliber employees.
Encourage and recognize outstanding merit and contribution.
Create opportunities for professional growth and satisfaction.
Develop leadership capabilities at all levels.
Foster employee involvement and develop a work ethos that builds dignity
and pride.
HRD ORGANIZATION
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HRD at ask.commerce pvt. ltd. Operates at two levels:
At Group level – Formulates policies and designs major people development
initiatives to enhance professional capability of employees at group level.
At Business unit level – Companies implement group policies and develop unit
specific interventions.
Strategies and initiates at the group level :
Specific Strategies and initiatives are designed to enable actualization of HRD
goals.
Recruitment and retention:
High capacity employees are recruited through well structured process
including campus recruitments of MBA graduates and lateral recruitment of
experienced employees.
Recognition and reward:
Outstanding performance is recognized and rewarded through
comprehensive performance assessment development systems, aligned to TQM
principles and practices.
Opportunities of professional growth:
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Internal candidates first considered for job vacancies, thereby, providing
employees opportunity for lateral upward growth.
Professional knowledge and skills enhanced through continuous training at
their training centre.
Leadership development:
Leadership and managerial capabilities are developed through specific
training programmes, job rotation, participation in cross teams etc.
Recruitment Process Flowchart of the company :
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Objective:
To attract potential employees into the rolls of the company
To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing.
Generic Overview of the company’s Selection Process:
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Resourcing Process flow of the Company
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Resourcing Process
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CHAPTER - 3
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RESEARCH METHODALOGY
3. RESEARCH METHODALOGY
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Meaning of research:
Research is common a parlance refers to search for knowledge. The
advanced learner’s dictionary of current English lays down the meaning of
research as “a careful investigation or inquiry especially through search for
new facts in any range of Knowledge.
Definition of this sort is rather abstract. So a summary of some of the
characteristics of research may help to clarify the sprit, meaning, and
methodology of search.
The summary of the characteristic feature of research follows:
Research is directed toward the solution of a problem
Research is highly purposive
Research involves the quest for answers to unsolved problems
Research is characterized by patient and unhurried activity
Research is logical and objective
Research is carefully recorded and reported
Methodology:
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The purpose of the methodology section is to describe the research
procedure. This includes overall research design, the sampling procedure,
data collection method, field methods and analysis procedures.
3.1 STATEMENT OF THE PROBLEM
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Growing internalization of business has its impact on human resource
management functions. The human resource department is required to cope
up with problems on individual employee’s attitude, culture, behaviors,
ethics and morale. Human resource management is the planning, organizing,
directing and controlling of the manpower.
This particular topic is chosen because development of employee
welfare facilities has a vital role in organizational development. This project
is aimed at understanding employee’s satisfaction level and welfare needs.
This study is also aimed at understanding the employees welfare
facilities and development system in ask.commerce private limited.
3.2 OBJECTIVES OF THE STUDY
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Primary objective
1. To study the welfare facilities and degree of satisfaction achieved by the employees
2. To study the different welfare measures influencing job satisfaction.
Secondary objectives
1. To identify the welfare measure assessment raters
2. To rank the benefits received from welfare measures.
3. To evaluate the employee attracted welfare measures.
4. To ascertain the perception of the employees regarding the
satisfaction of the welfare measures.
3.3 LIMITATION OF THE STUDY
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1. The sample is restricted only up to the Chennai office of Sri Shivasakthi Engineers.
2. Time was the major constraints .The researcher had to complete
project within the stipulated time limit.
3. Findings of the study on based on the information provided by the respondents.
4. The Suggestions made at the end are based on the information given
by the employees and HR consultants of ask.commerce pvt. ltd.
3.4 HYPOTHESIS
36
3.4.1 Chi-square test:
Null Hypothesis Ho:
There is no relationship between gender/age and satisfaction with the
welfare facilities given to the employee.
Alternative hypothesis H1:
There is relationship between the gender/age and satisfaction level on
welfare
facilities provided to employees.
3.5 SAMPLING
37
Sampling is a selection of some part of an aggregate or totality on the
basis of which a judgment or inference about the aggregate or totality is
made. In briefly, “sample is a smaller representation of larger whole”
The items of so selected constitute what is technically called a
“sample”, the selection process or technique is called the “Sample design”
and the survey conducted on the basis of sample is described a “sample
survey”. Here sample is truly representative of population characteristics
without any bias so that it may result in valid and reliable conclusion.
3.5.1 POPULATION
In any statistical investigation we are interested in studying the
various characteristics relating to items are individual belonging to particular
growth. This group of individuals under study is known as the population.
Nearly 300 employees are working in Sri Shivasakthi Engineers. Out of this
225 member are working as operators/workers in the factory. This study
based mainly on attitudes of the operators in the establishment. So, 300
employees were taken as the population for this study.
3.5.2 SAMPLE SIZE
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A finite subset of population, selected from it with the objective of
investigation is properties is called sample and the number units in the
sample is know as the sample size.
Out of 225 operators, 100 were taken for investigation. So the sample size is
100.
3.5.3 SAMPLING TECHNIQUE
For this study Stratified Random sampling method was used. Under
this method population (225 workers) is divided into 3 sub population (3
shifts). From this each sub population samples were selected randomly.
3.6 PLAN OF ANALYZING THE DATA
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3.6.1 Research Design
The research design used for this study is of the Descriptive research
includes surveys and fact-findings enquire of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exits
at present. The main objective of this research design is to acquire
knowledge.
3.6.2 Tools for Data Collection
Questionnaire has been used as the tool for data collection in this
study as it acts as a direct tool to research the target group. This
Questionnaire covers various aspects of industrial relations in the
establishment.
The data used in this study are primary data and secondary data.
3.6.3 Primary Data
Primary data are those which are collected for the first time, and thus
happen to be original. The Data collected from the respondents is through
Questionnaire; the data collection is directly related to the topic being
studied.
3.6.4 Secondary Data
Secondary data are those, which have been collected by someone else
for some other purpose. In other words, secondary data refers to the data
compiled from already available data. They are websites, Business
magazines, reports prepared by the scholars, company records, etc.
3.6.5 Statistical Tool Used
40
The statistical package used here is statistical
Package for social science (SPSS) to summarize the research data are
tables, graphs, bar diagram, and pie charts, cross tabulation for finding how
variables are ordered and related, chi-square test, percentage analysis,
correlation method and weighted average method used to finding the
attitudes and practices of the establishment.
Using the correlation analysis we can find whether there is any
relationship between the variables. Correlation and regression analysis show
how to determine the nature and strength of the relationship between
variables. The correlation analysis is used to determine the degree of the
relationship between the variables.
The Chi-square is an important test amongst several tests of
significance developed by Statisticians. Chi-square symbolically written as
Ψ² is a statistical measure used in the Context of sampling analysis for
comparing a variance to a theoretical variance.
In order that we may apply chi-square as a test to judge the
significance of association between attributes, it is necessary that the
observed as well as expected frequencies must be grouped.
O = Observed Frequency
E = Expected Frequency
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The weighted arithmetic mean is an average used to summaries item,
which are not of casual importance that the level of important varies from on
attribute to another. The usual arithmetic mean is not an effective
representative of the data the right in the weighted average.
Formula: Ψ² = ∑ (O-E) ²/E
Weighted average method:
The weighted arithmetic mean is an average used to summaries item,
which are not of casual importance that the level of important varies from on
attribute to another. The usual arithmetic mean is not an effective
representative of the data the right in the weighted average.
Weighted average (w) = w1*1+w2*2+……………..+wn*n
= Ewx
where w1,w2,w3………..wn are revised value called weightage
x1,x2,x3…………..xn are attributes.
Formula:
Weighted average = ∑ F W/ ∑ W
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CHAPTER - 4
43
DATA PRESENTATION
&
ANALYSIS
44
TABLE – 4.1
SPACE AND COMFORT(PHYSICAL) IN WORKING IN PLACE
S. No Particular No of person
Percentage
1 Excellent 20 20%
2 Good 25 25%
3 Moderate 55 55%
4 poor 0 0%
Total 100 100%
Chart– 4.1
Source: Primary data
INFERENCE:
It is interpreted that 55 % of the employees feel space and physical
comfort in their working place is moderate, 25 % of the employees fell good,
and 20 % of employees feel its excellent.
45
TABLE – 4.2
46
PROVIDED WITH SUITABLE TRAINING FOR DEVELOPMENT
S. No Particular No of person
Percentage
1 Strongly agree 26 26%
2 Agree 32 32%
3 Neutral 12 12%
4 Disagree 13 13%
5 Strongly Disagree 17 17%
Total 100 100%
Chart – 4.2
Source: Primary data
INFERENCE:
From the above table it is found that 26 % of the employees strongly
agree that they are provided with suitable training for their development, 32
% of the employees perceive agree, 12 % of the employees perceive neutral,
13 % of the employees perceive disagree, 17 % of the employees perceive
strongly disagree.
47
TABLE – 4.3
48
ATTITUDE OF SUPERVISOR/MANGER
S. No Particular No of person
Percentage
1 friendly 45 45
2 Normal 37 37
3 Strict 15 15
4 Grim 3 3
Total 100 100%
Chart - 4.3
Source: Primary data
INFERENCE:
It is interpreted that the 45 % of the employees feel that their
supervisor/manager has friendly attitude, 37 % of the employees are feel its
normal, 15 % of employees are feel its very strict. 3 % of people gave no
comments on it.
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TABLE – 4.4
50
SATISFACTION WITH CONVEYANCE FACILITIES
S. No Particular No of person
Percentage
1 Satisfied 86 86%
2 Dissatisfied 0 0%
3 neutral 14 14%
Total 100 100%
Chart – 4.4
Source: Primary data
INFERENCE:
It is interpreted from the above table 86 % of employees are feel
satisfied with cab facilities provided to them. 14 % of people gave no
comments on it.
51
TABLE – 4.5
52
CANTEEN/FOOD SUBSIDY
S. No Particular No of person
Percentage
1 Excellent 10 10 %
2 Good 45 45 %
3 Average 43 43 %
4 poor 2 2 %
Total 100 100%
Chart –4.5
Source: Primary data
INFERENCE:
It is defined from the above chart 10 % of employees declared that
they have excellent canteen facilities. 45 % of employees were declared that
its good, 43 % of employees declared neutral, 2 % of people declared poor.
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TABLE - 4.6
54
GROUP INSURANCE SCHEME
S. No Particular No of person
Percentage
1 Excellent 22 22
2 Good 68 68
3 Average 6 6
4 Poor 4 4
Total 100 100%
Chart -4.6
Source: Primary data
INFERENCE:
From the above given data, 22 % of the employees feel excellent
about group insurance scheme provided to them, 68 % of the employees feel
its good, 4 % of people feels about its poor. The rest 6 % of people are not
commented on it.
55
TABLE - 4.7
56
RANK HOW YOU GET MOTIVATED WHILE WORKING
S. No Particular No of person
Percentage
1 Rightful promotion 32 32%
2 Deserved increment 35 35%
3Increased Welfare
facilities 19 19%
4 Improved Self Development
14 14%
Total 100 100%
Chart - 4.7
Source: Primary data
INFERENCE:
It is found that 32 % of the employees ranked rightful promotion as
number 1 motivation factor by the performance assessment methods, 35 %
of the employees have ranked deserved increment as no.1 motivation factor,
19 % of the employees feel increased self development as no.1 motivation
factor, and 14% of the employees feel improved self development as no.1
motivation factor.
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TABLE –4.8
NEED FOR MORE WELFARE FACILITIES
58
S. No Particular No of person
Percentage
1 Yes 100 100 %
2 No 0 0 %
Total 100 100%
Chart –4.8 Source: Primary data
INFERENCE:
From the above table, we see that all the employees (100%) prefer
more welfare program for their development.
59
TABLE - 4.9
OVERALL SATISFACTION WITH EXISTING WELFARE FACILITIES
60
S. No Particular No of person
Percentage
1 Highly satisfied
12 12 %
2 Satisfied 31 31 %
3 Dissatisfied 47 47 %
4 undecided 10 10 %
Total 100 100%
Chart - 4.9
Source: Primary data
INFERENCE:
47 % of the employees are dissatisfied with overall welfare
facilities presently provided to them. 31 % of the employees satisfied. 12 %
of the employees highly satisfied 10 % of the employee’s undecided.
61
12. Rate the benefits of Welfare facilities
62
TABLE NO: 4.10
The Table Shows the Employees Statements about benefits
of Welfare facilities:
S.N
O.PARTICULARS
Hig
hly
sati
sfi
Sati
sfi
ed
Neutr
al
Not
sati
sfi
Str
on
gly
1 Increased efficiency 35 21 26 12 6
2 Increased Moral 24 15 12 26 23
3 Better HR relation 20 13 17 29 21
4 Better Organization climate 24 23 10 15 28
5 Adaptability to change 22 45 11 6 16
6 Higher job satisfaction 24 28 15 20 14
7 Higher Motivation 29 16 10 23 22
Total 134 161 101 271 130
Percentage16.8
20.2
012.7 34 16.3
Chart: 4.10.1
Source: Primary data
63
INFERENCE:
64
From the above table 4.10 figure it is inferred that, there are perceive
increased efficiency 35 respondents highly satisfied that their jobs require
Training and development, 21 employees satisfied the statement, 26
respondents are belong to neutral 2 respondents dissatisfied the statement.6
respondents strongly Dissatisfied.
Increased morale for 24 respondents highly satisfied that their jobs
require Training and development, 15 employees satisfied the statement, 2
respondents are belong to neutral 26 respondents dissatisfied the
statement.23 respondents strongly Dissatisfied.
Better HR relation for 20 respondents highly satisfied that their jobs
require more welfare programs, 13 employees satisfied the statement, 17
respondents are belong to neutral 29 respondents dissatisfied the
statement.21 respondents strongly Dissatisfied.
Better organization Climate for 24 respondents highly satisfied that
their jobs require more welfare facilities, 23 employees satisfied the
statement, 10 respondents are belong to neutral 15 respondents dissatisfied
the statement.28 respondents strongly Dissatisfied.
Chart: 4.10.2
65
66
INFERENCE:
Adaptability to change for 22 respondents highly satisfied that their
jobs require more welfare programs, 45 employees satisfied the statement,
11 respondents are belong to neutral 6 respondents dissatisfied the
statement.16 respondents strongly Dissatisfied.
Higher job satisfaction for 24 respondents highly satisfied that their
jobs require more welfare programs, 28 employees satisfied the statement,
15 respondents are belong to neutral 20 respondents dissatisfied the
statement.14 respondents strongly Dissatisfied
Higher motivation for 29 respondents highly satisfied that their jobs
require Training and development, 16 employees satisfied the statement, 10
respondents are belong to neutral 23 respondents dissatisfied the
statement.22 respondents strongly Dissatisfied
Chart: 4.10.3
67
68
INFERENCE
From the table 4.10 and chart 4.10.3 it is inferred that, there are 16.80% of
the employees highly satisfied the beneficial of welfare programs, 20.2 % the
employees satisfied the beneficial of the welfare programs, 12.7 % of employees
fall under the category of neither satisfied nor dissatisfied, 34 % of them
dissatisfied the statements and only 10.40% of the respondents strongly
dissatisfied.
TABLE NO: 4.11
69
Table Shows the Employees’ Statements about outcomes as
the result Welfare facilities:
S.N
O.PARTICULARS
STR
O
NG
LY
AG
RE
E
NEIT
H
ER
DIS
AG
REE
STR
O
NG
LY
1 Increased productivity 46 22 10 15 7
2 Increased sales 26 35 22 13 5
3Increased customer
satisfaction12 15 24 23 26
4 Decreased turnover rate 17 13 20 29 21
5 Decreased absenteeism 10 15 23 24 28
Total 111 100 98 104 87
Percentage 22.2 20 19.6 20.8 17.4
Chart 4.11.1
Source: secondary data
70
71
INFERENCE
From the above figure it is inferred that, 46 respondents strongly agree
that their outcome as the result of Welfare program increased productivity,
22 respondent are agree, 10 of them neither agree nor disagree the statement,
15 respondents are belong to disagree the statement, 7 respondents strongly
disagree the statement.
26 respondents strongly agree that, outcome as the better welfare
program there are increased sales, 35 respondent are agree, 21 of them
neither agree nor disagree the statement, 13 respondents are belong to
disagree the statement, 5 respondents strongly disagree the statement.
12 respondents strongly agree that outcome as the result of better
welfare program there are increased customer satisfaction, 15 respondent
are agree, 24 of them neither agree nor disagree the statement, 23
respondents are belong to disagree the statement, 26 respondents strongly
disagree the statement.
17 respondents strongly agree that outcome as the result of better
welfare program there are decreased turnover rate, 13 respondent are agree,
20 of them neither agree nor disagree the statement, 29 respondents are
belong to disagree the statement, 21 respondents strongly disagree the
statement.
72
10 respondents strongly agree that outcome as the result of better
welfare program there are decreased absenteeism, 15 respondent are agree,
23 of them neither agree nor disagree the statement, 24 respondents are
belong to disagree the statement, 28 respondents strongly disagree the
statement.
Chart 4.11.2
73
INFERENCE
From the above table it is inferred that, there are 22.2 % of the employees
strongly agree overall the statements and 26.60 % the employees agree over all the
statement, 24.40 % of employees fall under the category of neither neither agree
nor disagree, 19.10 % of them disagree the statements and only 10.40% of the
respondents strongly disagree.
74
Statistical Tools
Chi – square methods:
Question:75
1. Sex
2. Rate the following benefits of the welfare program
Null Hypothesis (Ho):
There is no relationship between gender and satisfaction with the
welfare facilities given to the employee.
Alternative Hypothesis (H1):
There is relationship between gender and satisfaction with the welfare
facilities given to the employee.
HS – Highly satisfied, S – Satisfied, NU – Neutral, NS – None satisfied
HNS – Highly not satisfied.
75
TABLE 4.12
Problem:
Satisfaction
level
gender
HS S NU NS HNS Total
Male
Female
15
10
24
16
6
3
10
6
7
3
62
38
Total 25 40 9 16 10 100
A = 62 A = 62
B = 25 B = 40
N = 100 N = 100
EF = 62*25/100 EF = 63*40/100
= 15.5 = 24.8
A = 62 A = 62
B = 9 B = 16
N = 100 N = 100
EF = 62*9/100 EF = 62*16/100
= 5.58 = 9.92
76
A = 62 A = 38
B = 10 B = 25
N = 100 N = 100
EF = 62*10/100 EF = 38*25/100
= 6.2 = 9.5
A = 38 A = 38
B = 40 B = 9
N = 100 N = 100
EF = 38*40/100 EF = 38*9/100
= 15.2 = 3.42
A = 38 A = 38
B = 16 B = 10
N = 100 N = 100
EF = 38*16/100 EF = 38*10/100
= 6.08 = 3.8
77
Solution:
O E O-E (O –E)2 (O –E)2 / E
15
24
6
10
7
10
16
3
6
3
15.5
24.8
5.58
9.92
6.2
9.5
15.2
3.42
6.08
3.8
-.5
-.8
.42
.08
.8
.5
.8
-.42
-.08
-.08
.25
.64
.17
.006
.64
.25
.64
.18
.0064
.0064
.016
.025
.030
.000
.10
.26
.04
.05
.000
.000
Total .521
Degrees of freedom
= (r-1) * (c-1)
= (5-1) * (2-1)
= 4 * 1
= 4
Degrees of freedom = 9.49
Calculated value < chi square table
= .46 < 9.49 Hence the calculated value of 2 is less than the table value.
Null Hypothesis:
The null hypothesis is accepted.
78
Result:
There is no relationship between the gender and satisfaction with the welfare
facilities.
Question:
1. Age
2. How do you feel about the welfare facilities provided in your
company?
Null Hypothesis (Ho):
There is no relationship between age and satisfaction level.
Alternative Hypothesis (H1):
There is relationship between the age and satisfaction level.
TABLE 4.13
Age
PA method
Excellent Good Average Poor Total
Below 25
25 – 35 yr
35 – 45 yr
Above 45
8
5
3
2
10
16
9
5
7
9
13
3
3
1
4
2
28
31
29
12
Total 18 40 32 10 100
79
A = 28 A = 28
B = 18 B = 40
N = 100 N = 100
EF = 28*10/100 EF = 28*40/100
= 5.04 = 11.2
A = 28 A = 28
B = 32 B = 10
N = 100 N = 100
EF = 28*32/100 EF = 28*10/100
= 8.96 = 32.8
A = 31 A = 31
B = 18 B = 40
N = 100 N = 100
EF = 31*18/100 EF = 31*40/100
= 5.58 = 12.4
A = 31 A = 31
B = 32 B = 10
N = 100 N = 100
EF = 31*32/100 EF = 31*10/100
= 9.92 = 3.1
80
A = 29 A = 29
B = 18 B = 40
N = 100 N = 100
EF = 29*18/100 EF = 29*40/100
= 5.22 = 11.6
A = 29 A = 29
B = 32 B = 10
N = 100 N = 100
EF = 29*32/100 EF = 29*10/100
= 9.28 = 2.9
A = 12 A = 12
B = 18 B = 40
N = 100 N = 100
EF = 12*18/100 EF = 12*40/100
= 2.16 = 4.8
A = 12 A = 12
B = 32 B = 10
N = 100 N = 100
EF = 12*32/100 EF = 12*10/100
= 3.84 = 1.2
81
O E O-E (O –E)2 (O –E)2 / E
8
10
7
3
5
16
9
1
3
9
13
4
2
5
3
2
5.04
11.2
8.96
2.8
5.58
12.4
9.92
3.1
5.22
11.6
9.28
2.9
2.16
4.8
3.84
1.2
2.96
-1.2
-1.96
.2
-.58
3.6
-.92
-2.1
-2.22
-2.6
3.72
1.1
-.16
.2
-.84
.8
8.76
1.44
3.84
.04
.3364
12.96
.8464
4.41
4.93
6.76
13.84
1.21
.0256
.04
.705
.64
1.74
.13
.43
.01
.06
1.05
.085
1.42
.944
.582
1.49
.13
.01
.008
.18
.533
Total 8.802
Degrees of freedom
= (r-1) * (c-1)
= (4-1) * (4-1)
= 3 * 3
= 9
Degrees of freedom = 16.19
82
Calculated value > chi square table
= 8.802 <16.19
Hence the calculated value of chi square is less than the table value.
Null Hypothesis:
The null hypothesis is accepted.
Result:
There is no relationship between the age and satisfaction level of employees
83
WEIGHTED AVERAGE METHOD
Question:
Rate the following benefits of the better welfare facilities.
Applying weights
5 points goes to the excellent 4 points goes to the Good
3 points goes to the Fair 2 points goes to the Poor
1 points goes to the Failure
TABLE 4.14
S.N
O.PARTICULARS
Hig
hly
sati
sfi
ed
Sati
sfi
ed
Neutr
al
Not
sati
sfiS
tron
gly
Avera
ge
1 Increased efficiency 35 21 26 12 6 3.67
2 Increased Moral 24 15 12 26 23 2.91
3 Better HR relation 20 13 17 29 21 2.82
4 Better Organization climate 24 23 10 15 28 3.00
5 Adaptability to change 22 45 11 6 16 3.51
6 Higher job satisfaction 24 28 15 20 14 3.31
7 Higher Motivation 29 16 10 23 22 3.07
Increased efficiency
= (35*5) + (21*4) + (26*3) + (12*2) + (6*1)
= 175+84+78+24+6
= 367 / 100
= 3.67
84
Increased Moral
= (24*5) + (15*4) + (12*3) + (26*2) + (23*1)
= 120+60+36+52+23
= 291 / 100
= 2.91
Better HR relation
= (20*5) + (13*4) + (17*3) + (29*2) + (21*1)
= 100+52+51+58+21
= 282 /100
= 2.82
Better Organization climate
= (24*5) + (23*4) + (10*3) + (15*2) + (28*1)
= 120+92+30+30+28
= 300 /100
= 3.00
Adaptability to change
= (22*5) + (45*4) + (11*3) + (6*2) + (16*1)
= 110+180+33+12+16
= 351/100
= 3.51
85
Higher job satisfaction
= (24*5) + (28*4) + (15*3) + (20*2) + (14*1)
= 120+112+45+40+14
= 331/100
= 3.31
Higher Motivation
= (29*5) + (16*4) + (10*3) + (23*2) + (22*1)
= 145+64+30+46+22
= 307 / 100
= 3.07
particular Aver
age
Rank
Increased efficiency 3.67 1
Increased Moral 2.91 6
Better HR relation 2.82 7
Better Organization climate
3.00 5
Adaptability to
change
3.51 2
Higher job 3.31 3
86
satisfaction
Higher Motivation 3.07 4
Result:
From the table it is clear that 1st rank goes to the increased efficiency for the
better welfare programs, 2nd rank goes to adaptability to change, 3rd rank
goes to the higher job satisfaction, 4th rank goes to the higher motivation, 5th
rank goes to the better organization climate, 6th rank goes to the Increased
morale, 7th rank goes to the Better HR relation.
87
Question:
Give your agreement to the following outcomes as the result of better welfare facilities
TABLE 4.15
S.N
O.PARTICULARS
STRO
NGLY
AGRE
E
AGR
EE
NEITHE
R
AGREE
NOR
DISAG
REE
DISA
GRE
E
STR
ONG
LY
DISA
GRE
E
Aver
age
1Increased
productivity46 22 10 15 7
3.85
2 Increased sales 26 35 22 13 5 3.64
3Increased customer
satisfaction12 15 24 23 26
2.64
4Decreased turnover
rate17 13 20 29 21
2.76
5Decreased
absenteeism10 15 23 24 28
2.55
Increased productivity
= 46*5+22*4+10*3+15*2+7*1 = 230+88+30+30+7
88
= 385/100
= 3.85
Increased Sales
= 26*5+35*4+21*3+31*2+5*1
= 130+140+63+26+5
= 364/100
= 3.64
Increased customer satisfaction
= 12*5+15*4+24*3+23*2+26*1
= 60+60+72+46+26
= 264/100
= 2.64
Decreased turnover
= 17*5+13*4+20*3+29*2+21*1
= 85+52+60+58+21
= 276/100
=2.76
Decreased Absenteeism
89
= 10*5+15*4+23*3+24*2+28*1
= 50+60+69+48+28
= 255/100
= 2.55
PARTICULARSAverage Rank
Increased
productivity
3.85 1
Increased sales 3.64 2
Increased customer
satisfaction
2.64 4
Decreased turnover
rate
2.76 3
Decreased
absenteeism
2.55 5
Result:
From the table it is clear that 1st rank goes to the increased productivity from
better welfare facilities outcome, 2nd rank goes to increased sales, 3rd rank
goes to the increased customer satisfaction, 4th rank goes to the increased
turnover rate, and 5th rank goes to the decreased absenteeism.
90
CHAPTER - 5
91
FINDINGS
SUGGESTION
&
CONCLUSION
92
CONCLUSION
FINDINGS
55 % of the employees feel moderate about space and physical comfort
in working place, 25 % of the employees fell good about space and
physical comfort in working place, 20 % of employees feel its
excellent .
26 % of the employees perceive strongly agree about they are provided
with suitable training for development, 32 % of the employees
perceive agree, 12 % of the employees perceive Neutral, 13 % of the
employees perceive disagree, 17 % of the employees perceive strongly
disagree
93
45 % of the employees feel the attitude of their supervisor/manager is
friendly. 37% of the employees they arenormal, 15 % of employees are
feel their supervisors are very strict. 3 % of people gave no comments
on it.
86 % of employees are feel satisfied with the conveyance facilities
provide to them. 14 % of people gave no comments on it.
10 % of employees declared that they have excellent canteen facility.
45 % of employees were declared that they good, 43 % of employees
declared neutral rating, 2 % of people declared poor rating.
22 % of the employees feel excellent about Group Insurance scheme
provided to them, 68 % of the employees feel good , 4 % of people
feels about the performance appraisal process is poor. The rest 6 % of
people are not commented on it.
More Welfare Facilities:
All the employees (100%) prefer more welfare facilities for their
career and life development.
47 % of the employees are dissatisfied with overall condition of all
welfare facilities provided to them. 31 % of the employees satisfied.
12 % of the employees highly satisfied with existing welfare facilities.
10 % of the employee’s undecided about.
94
Benefits of the Welfare programs:
It is inferred that, there are perceive increased efficiency, 35
respondents highly satisfied that their jobs require more welfare
programs, 21 employees satisfied the statement, 26 respondents are
belong to neutral 2 respondents dissatisfied the statement.6
respondents strongly Dissatisfied.
Increased morale for 24 respondents highly satisfied that their jobs
require suitable welfare programs, 15 employees satisfied the
statement, 2 respondents are belong to neutral 26 respondents
dissatisfied the statement.23 respondents strongly Dissatisfied.
Better HR relation for 20 respondents highly satisfied that their jobs
require welfare facilities, 13 employees satisfied the statement, 17
respondents are belong to neutral 29 respondents dissatisfied the
statement.21 respondents strongly Dissatisfied.
95
Better organization Climate for 24 respondents highly satisfied that
their jobs require more welfare programs, 23 employees satisfied the
statement, 10 respondents are belong to neutral 15 respondents
dissatisfied the statement.28 respondents strongly Dissatisfied.
Higher motivation for 29 respondents highly satisfied that their jobs
require welfare programs, 16 employees satisfied the statement, 10
respondents are belong to neutral 23 respondents dissatisfied the
statement.22 respondents strongly Dissatisfied
Overall benefits of the Welfare program:
16.80% of the employees highly satisfied the beneficial welfare program,
20.2 % the employees satisfied the beneficial of welfare programs, 12.7 % of
employees fall under the category of neither satisfied nor dissatisfied, 34 %
of them dissatisfied the statements and only 10.40% of the respondents
strongly dissatisfied.
96
Outcomes as the result of adequate and appropriate programs:
It is inferred that, 46 respondents strongly agree that they are outcome
as the result of adequate and appropriate welfare program there are
increased productivity, 22 respondent are agree, 10 of them neither
agree nor disagree the statement, 15 respondents are belong to
disagree the statement, 7 respondents strongly disagree the statement.
26 respondents strongly agree that, outcome as the result of welfare
program there are increased sales, 35 respondent are agree, 21 of
them neither agree nor disagree the statement, 13 respondents are
belong to disagree the statement, 5 respondents strongly disagree the
statement.
12 respondents strongly agree that outcome as the result of welfare
program there are increased customer satisfaction, 15 respondent are
agree, 24 of them neither agree nor disagree the statement, 23
97
respondents are belong to disagree the statement, 26 respondents
strongly disagree the statement.
17 respondents strongly agree that outcome as the better welfare
program there are decreased turnover rate, 13 respondent are agree,
20 of them neither agree nor disagree the statement, 29 respondents
are belong to disagree the statement, 21 respondents strongly disagree
the statement.
10 respondents strongly agree that outcome as the result of adequate
& appropriate welfare program there are decreased absenteeism, 15
respondent are agree, 23 of them neither agree nor disagree the
statement, 24 respondents are belong to disagree the statement, 28
respondents strongly disagree the statement.
Overall outcomes as the adequate welfare program:
It is inferred that, there are 22.2 % of the employees strongly agree overall
the statements and 26.60 % the employees agree over all the statement,
24.40 % of employees fall under the category of neither agree nor disagree,
19.10 % of them disagree the statements and only 10.40% of the respondents
strongly disagree.
98
SUGGESTION AND RECOMMENDATION
Through adequate and appropriate employee welfare facilities system
the employees to get the needful facilities to perform their work better
Management should increase efficient of existing welfare measures.
All the employees prefer the more adequate welfare programs for their
career and life development.
Management should have the satisfied working conditions.
Management should adopt the efficient employee welfare programs.
99
CONCLUSION
It is the responsibility of the management to look after the total well
being of the individual staff. A happy staff is an asset to the industry. There
turns out more work. Total wellbeing includes two major factors, namely,
Welfare facilities and working condition. It is the duty of the employer to
take all possible steps to promote a correct attitude in the staff, to win their
confidence and co-operation, and to make them, to put in their best into the
work and to make them feel that they are having an essential link in the
productive process
There must be effective means of welfare programs to the staff.
Employee services must be progressive work output.
100
APPENDIX
To Study On Welfare facilities provided and degree of satisfaction achieved by the employees of Shri Shivasakthi Engineers thru ask.commerce Pvt. Limited
Personal details
Name
Age below 25 25 -35yr 35 – 45 yr above 45 yr
Sex male female
Marital single marriedstatus
Job title
101
Department
Education below Diploma Diploma UG
Experience below 2yr 2- 5 yr 5-10 yr
10 -15 yr above 15yr
102
3. How do you feel about Space and comfort (physical) in working place ?
Excellent Moderate
Good Poor
To what extent do you agree that you are provided with suitable training for your development?
Strongly agreeAbove 45
Neutral Disagree Strongly disagree
5. What is your supervisor/manager attitude towards you?
Friendly Normal
Grim
Agree
Strict
6. Are satisfied with conveyance (pickup/drop) facilities provided to you?
Satisfied Dissatisfied
Neutral
7. How do you feel about the Welfare facilities provided in your organization?
Excellent Good
Neutral Poor
103
8. How do you rate Canteen/food facilities provided while in job?
Excellent Good
Average Poor
9. Please rank the factors which gives motivation in work?
Rightful promotion
Deserved Increment
Increased welfare facilities/program
Improved self development
10. Do you need more welfare programs for your career and live development?
Yes No
11.Are you satisfied with the Existing welfare program?
Highly satisfied satisfied
Dissatisfied Undecided
104
12. Rate the following benefits of adequate and appropriate welfare programs?
S. No Particular H
ighl
y sa
tisf
ied
sati
sfie
d
Neu
tral
Not
sa
tisf
ied
Hig
hly
not
sati
sfie
d
1
2
3
4
5
6
7
8
Increased efficiency
Increased morale
Better HR relation
Better organizational
climate
Adaptability to change
Attitudinal change
Highly job satisfaction
High motivation
105
13. Give your agreement to the following outcomes as the result of Better
welfare programs in your company
S. No Particular S
tron
gly
agre
e
Agr
ee
Neu
tral
Dis
agre
e
Str
ongl
y di
sagr
ee
1
2
3
4
5
Increased productivity
Increased sales
Increased customer
satisfaction
Decreased turnover
rate
Decreased
Absenteeism
106
BIBLIOGRAPHY
1. Aswathappa.K, Human resource and personnel management ,3rd
edition, Tata McGraw – Hill.
2. Arora P.N.,Arora.S., Statistics for management, S.Chand & company
LTD, New delhi.
3. Bindrawar lal., Research methodology, ABD publications, jaipur,
2002.
4. Carvel, Fred j., Human relation in Business, Macmillan & co, New
york 1973.
5. Dr.Gupta. C.B, Human resource management, sultan chand & sons,
New Delhi.
New age international (p) ltd publication, New delhi2004.
6. Ram Ahuja., Research methods, Ravat publication, New Delhi.
WEBSITES:
www.employeewelfaremeasureguide.info
www.inforambler.com
www.successfulfactors.com
107